Issue #3 – The Project That Almost Broke Me

Let me take you back.

It was a complex, multi-stakeholder program — tight timelines, conflicting agendas, and a huge budget riding on every decision.

On paper, it looked like everything was lined up:
✅ A strong delivery team
✅ A clear roadmap
✅ Senior leadership support
✅ A $60M budget

But what I underestimated was the human layer.

Specifically: the influence of a stakeholder who wasn’t on the org chart… but had allies. And doubts.
And by the time I recognized it, I was already playing defense.

⚠️ The Mistake

I assumed alignment.
I assumed silence meant support.
I assumed having formal buy-in was enough.

But I missed the signals from one person — someone with no official authority, but real behind-the-scenes influence.

They had concerns I didn’t uncover.
They felt bypassed.
They built resistance quietly.

And it spread.

🧱 What Happened

Suddenly, things slowed.

• Questions started coming from the wrong places

• Tasks got challenged

• Priorities shifted

• Executive confidence wavered

The project wasn’t failing on paper — but it was falling apart underneath.
Not because of scope.
Not because of resources.
Because of trust.

And I was the face of it.

💡 The Lesson

Project management isn’t just about timelines and scope.
It’s about power dynamics and people’s perception of their place in the process.
A well-maintained stakeholder register is essential for tracking influence, expectations, and engagement strategies throughout the project lifecycle. Take note that it might also be referenced as the Stakeholder Analysis Matrix or the Power/Interest Grid. Whatever it is called in your organization it’s a good idea for you to make one.

Since then, I’ve made it a rule:

Now, before I even build the RACI, I ask:

• Who influences the person in charge?

• Who has something to lose if this project succeeds?

• Who’s staying quiet… and why?

And I listen.
Even if it’s messy.
Especially if it’s messy.

🧠 Take This With You

If you’re leading a high-stakes project right now, do this:

1. Make a list of 5 people who aren’t speaking up much

2. Ask yourself:

   • Do they feel seen?

   • Do they feel heard?

   • Do they feel safe contributing?

3. Schedule one call. Just to listen. No agenda.

You might avoid a mess I barely recovered from.